Revolutionizing HR Tech with a Human-Centric Approach: The Case of HR-ON

This blog post is part of 50+ case studies of self-managing organizations we created for the 2024 inaugural ZeroDX awards. These organizations embody the principles of RenDanHeYi in their work structures:

• Zero Distance to customer: Decision what to build is based on insights from the marketplace

• Autonomy: Small teams with full decision-making autonomy enable speed in execution

• Shared Rewards: Everyone in the micro-enterprise participates in its financial success.

Introducing HR-ON

HR-ON, founded in 2012, is a Danish IT company that specializes in Software as a Service (SaaS) solutions for human resource management. With a vision of putting people before technology, founder Ali E. Cevik has built a company that not only simplifies recruitment and employee management but also fosters a culture of trust and autonomy. Operating with around 50 employees, HR-ON’s mission is to enhance organizational efficiency while creating a work environment that prioritizes employee well-being.

By embracing the principles of "value-based self-management," HR-ON empowers its employees to shape both their work lives and the company’s direction. This approach is enshrined in their "Employee Manifesto," a dynamic document collaboratively crafted by employees to define the company’s values, mission, and vision. With core values like trust instead of control, results instead of time, and meaning instead of duty, HR-ON exemplifies the future of work: inclusive, decentralized, and human-centered.

Decentralized Organizational Structure

HR-ON’s organizational structure breaks away from traditional hierarchical models by embracing decentralization and self-management. Key aspects of this innovative structure include:

• Autonomous teams: Functional teams (e.g., development, sales, marketing) operate independently, managing their own workflows and decisions.
• Supportive coordination: Instead of traditional managers, coordinators are chosen based on their willingness and ability to facilitate communication and alignment with company values.
• Empowered decision-making: Employees have the authority to make decisions within their expertise, with CEO Ali Cevik playing a supportive, obstacle-removing role. Ali Cevik, the CEO, plays a supportive role rather than a directive one, focusing on removing obstacles and providing the resources teams need to thrive.

This decentralized model fosters a culture of trust and accountability, where employees are empowered to lead by example and align their work with the company’s mission.

Customer Centricity through Decentralization

HR-ON’s decentralized structure strengthens its ability to deliver exceptional customer experiences. The main elements of this customer-centric approach include:

• Rapid responsiveness: Teams have the flexibility to address customer needs directly, without being constrained by rigid hierarchies or approval chains.
• Holistic collaboration: Sales, support, and development teams work together seamlessly, often involving multiple functions in client meetings to address technical or service-related issues.
• Feedback-driven improvements: Customer insights are rapidly integrated into product development, ensuring that HR-ON’s solutions remain competitive and relevant in the fast-paced SaaS industry.

This integrated, flexible approach ensures that HR-ON stays ahead of customer expectations, driving satisfaction and loyalty.

Company Culture

HR-ON’s culture is rooted in the principles of trust, flexibility, and inclusivity, enabling employees to balance work with their personal lives while contributing meaningfully to the company’s success. At the core is a commitment to create space for diverse needs, since all people have different needs in the different stages of their life.

This approach has so far never resulted in anybody taking advantage of the freedom. And it has not hindered the company's results. On the contrary, HR-ON has been awarded the Børsen Gazelle Award for the last 6 years in a row, a prize given to the fastest-growing companies in Denmark.

The company supports this flexibility with a strong communication framework, using tools like Slack and ClickUp to keep everyone connected and informed. Regular team meetings ensure that despite the physical distance, all employees remain aligned with the company’s objectives.

To maintain a high level of employee well-being, HR-ON has implemented a unique system to monitor and support its workforce. Employees participate in daily pulse surveys through an app, allowing them to share how they are feeling on a simple scale. This is supplemented by more comprehensive well-being surveys conducted biannually. The data collected is reviewed by the People and Culture team, which is composed of representatives from all departments. This team is tasked with organizing social events, team-building activities, and other initiatives aimed at fostering a supportive work environment.

In terms of remuneration, HR-ON offers a moderate salary structure complemented by a warrant program launched in 2021. This program allows employees to share in the financial success of the company through stock options that can be converted into cash during an exit or merger. The program is inclusive, with all permanent employees participating equally, reflecting the company’s commitment to shared success. This approach not only rewards employees for their contributions but also aligns their interests with the long-term goals of the company.

Conclusion

HR-ON’s innovative organizational structure, customer-centric strategies, and employee-focused culture highlight the immense potential of human-centered practices in the tech industry. By embracing flexibility, decentralization, and shared rewards, HR-ON has built a thriving workplace that delivers outstanding value to both employees and customers.